Recent Blog Posts
Manager Harboring Bias Against Women Tells Female Employee He “Was Never Going To” Promote Her To A Supervisory Position
Title VII of the Civil Rights Act of 1964 (Title VII) makes it an unlawful employment practice for an employer to fail or refuse to promote an employee on the basis of sex. Having represented victims of employment discrimination for almost twenty years, our Marion County, Florida gender discrimination attorneys have learned that female… Read More »
Are Employees Protected From Sexual Harassment Following A Failed Relationship?
Sexual harassment is a form of sex discrimination prohibited by Title VII of the Civil Rights Act of 1964 (Title VII). As observed by the U.S. Tenth Circuit Court of Appeals in Gross v. Burggraf Construction Co., 53 F.3d 1531 (10th Cir. 1995), sexual harassment is behavior “that would not occur but for the… Read More »
Does Sex Discrimination Exist When An Employer Fires A Female Employee But Not Male Employees Who Engage In The Same Misconduct?
Title VII of the Civil Rights Act of 1964 (Title VII) prohibits employers from discriminating against employees on the basis of sex. Having represented employees victimized by sex discrimination for almost twenty years, our Marion County, Florida sex discrimination attorneys have learned that sex discrimination most often occurs when employers treat an employee differently… Read More »
Is An Employer’s Failure To Comply With Its Own Anti-Discrimination Policy Evidence Of National Origin Discrimination?
Under Title VII of the Civil Rights Act of 1964 (Title VII), employees are protected from discrimination on the basis of national origin and race. In Espinoza v. Farah Manufacturing Company., Inc., 414 U.S. 86 (1973), the U.S. Supreme Court defined a national origin as the “country where a person was born, or, more… Read More »
Are A Sexual Harasser’s Threats Of Physical Harm Part Of A Victim’s Hostile Work Environment?
Under Title VII of the Civil Rights Act of 1964 (Title VII), sexual harassment that is sufficiently severe or pervasive to discriminatorily alter the conditions of a victim’s employment and create a hostile working environment is an unlawful employment practice. In Harris v. Forklift Systems, Inc., 510 U.S. 17 (1993), the U.S. Supreme Court… Read More »
Court Finds Evidence Of Age Discrimination Where Employer Got What It “Needed To Terminate” Older Employee
The Age Discrimination in Employment Act (ADEA) protects employees from discrimination on the basis of age. Having represented employees victimized by age discrimination for almost twenty years, our Citrus County, Florida age discrimination attorneys have learned that employers often target older employees for termination. In doing so, employers will look for reasons to justify… Read More »
Can Age Discrimination Be Proven By Showing An Employer Singled An Older Employee Out For Harsh Treatment?
The Age Discrimination in Employment Act (ADEA) prohibits employers from discriminating against employees on the basis of age. Having litigated age discrimination cases for almost twenty years, our Citrus County, Florida age discrimination lawyers have learned that employers frequently single older employees out for unfavorable treatment. In doing so, employers often claim that an… Read More »
Supervisor Told Employee With Disability Under American’s With Disabilities Act Not To Die At His Desk
The American’s with Disabilities Act (ADA) protects employees from discrimination on the basis of disability. Having extensive experience representing employees who have been subjected to disability discrimination, our Marion County, Florida disability discrimination attorneys have learned that employers frequently target employees who have a disability within the meaning of the ADA for abusive treatment…. Read More »
Must An Employee Establish An Employer’s Knowledge Of The Disability To Prove A Discriminatory Discharge Based Upon A Disability?
The Americans with Disabilities Act (ADA) prohibits employers from firing employees on the basis of disability. In order to prove a discriminatory discharge based upon a disability, an employee must demonstrate that his or her employer had knowledge of the disability at the time of the termination. As the U.S. Eleventh Circuit Court of… Read More »
Can A Formulated Plan To Fire An Employee Be Evidence Of Discrimination?
As observed by the U.S. Third Circuit Court of Appeals in Sheridan v. E.I. DuPont de Nemours & Co., 100 F.3d 1061 (3d Cir. 1996), “cases charging discrimination are uniquely difficult to prove and often depend upon circumstantial evidence.” Indeed, the U.S. Second Circuit Court of Appeals explained in Chambers v. TRM Copy Ctrs…. Read More »
